Your recruiters weren't hired to push pixels.
In 90 days, we take over and manage your job boards, ATS, and recruiting automations so your talent team gets 10–20 hours a week back for interviews and offers, not admin.
30-day checkpoint · Real Results · No-Risk Guarantee
We manage the ATS and job boards your team already uses
We've worked with a lot of TA teams.
If any of this sounds like your week…
Industry research shows recruiters spend 62% of their week on admin tasks. That leaves barely 15 hours for the work that actually fills roles. Every week this continues, it costs your team real money.
Buried in job board logins
Indeed, LinkedIn, ZipRecruiter, niche boards, vendor dashboards. Every posting is a tab, every tab is a login, every login is a password reset. That's 3 to 5 hours a week just managing platforms.
An ATS full of loose ends
Half-tagged candidates, stages that don't reflect reality, automations that fired once and never worked again. Your recruiters spend 8 to 12 hours a week on data entry and pipeline cleanup alone.
Scheduling by hand
Recruiters stuck in email tennis matches, chasing hiring managers, rebooking no-shows. Meanwhile, the best candidates are off the market in 10 days. Speed wins talent. Admin kills it.
What all that admin is actually costing you.
These aren't projections. They're industry benchmarks from SHRM, Ashby, and Bullhorn research on what happens when recruiters spend more time recruiting and less time on admin.
of a recruiter's week is spent on admin tasks
That's roughly 25 hours a week per recruiter lost to data entry, job board management, scheduling, and reporting.
lost per recruiter per year in admin overhead
At an average loaded cost of $40/hour, each recruiter burns 850 hours a year on tasks that don't move candidates through the pipeline.
reclaimed per recruiter per week
When admin is handled, your recruiters go from 15 hours of real recruiting per week to over 30. Same team, double the capacity.
faster time-to-fill on average
Every unfilled role costs $500 to $1,000+ per day in lost productivity. Filling 50 roles 15 days faster recovers over $800K a year.
Sources: SHRM 2025 Benchmarking Report, Ashby 2025 Talent Trends Report, Bullhorn Industry Automation Report, C3H Global Solutions
Talent Ops On Autopilot
A 90-day, high-touch sprint where we take over your job boards, clean up your ATS, and automate the grunt work. Then we stick around to run, review, and optimize so the system keeps improving. Your recruiters get their time back and the team operates with the output of a team 40% larger, without a single new hire.
We centralize your backend TA operations, clean up your applicant tracking, and automate critical reporting to better understand your ROI. You keep your tools. We just make them run like an actual system.
One sprint. Four concrete things you can point to.
A rebuilt job board + ATS structure
Centralized management, standardized postings and screening, a clean pipeline with stage definitions — tailored to your roles.
Automations for the grunt work
Auto-screening and rejection, interview scheduling with calendar sync, reminders, no-show follow-ups, and hiring-manager notifications.
A Hiring Command Center report
Monthly report for your application volume, interviews, offers, hires, and cost per hire — plus job-market insights for 5 priority roles.
Live Onboarding + Ongoing Support
1:1 or small-group sessions so your recruiters can run the new pipeline, plus post-launch office hours for support.
What actually happens, phase by phase.
One implementation sprint, delivered in three focused phases. No mystery. No open-ended promises.
Month 1: Build & Launch
Blueprint & Rebuild
- Interviews with TA leads + key recruiters
- Map current stack and frustrations: job boards, ATS, inboxes, spreadsheets
- Deliverable: 1–2 page "Hiring Operations Blueprint" (current vs. future flow)
- Centralize job board access
- Standardize posting templates & screening questions
- Clean up ATS stages, tags, basic automations so candidates flow from New → Interview → Offer/Hired
- Deliverable: Documented ATS pipeline with stage definitions & source reporting
Automation, Reporting & Training
- Build: Auto-screening & rejection flows, interview scheduling with calendar sync, reminder and no-show follow-ups*
- Reporting: "Hiring Command Center" report — pipeline by stage, avg CPH, time-to-fill, monthly performance metrics + job-market snapshot for 5 priority roles
- Training: Live 1:1 or small-group onboarding for recruiters & hiring managers, "day-in-the-life" SOPs, ongoing office hours via Slack
* The depth of automations we can build depends on the ATS you're using.
Day 30 Milestone
30-Day Checkpoint & Guarantee
- Hiring Operations Blueprint delivered and reviewed
- ATS pipeline rebuilt with stage definitions and live automations
- Hiring Command Center report generated with your average cost per hire and job performance metrics
- TA team trained and onboarded with ongoing support
If by Day 30 we haven't delivered the above and your team doesn't feel a clear reduction in recruiting admin, we refund 100% of the implementation fee and you can cancel the 90-day pilot.
Months 2–3: Run, Review, Optimize
Ongoing Operations & Calibration
- Operate and maintain: job board campaigns, ATS workflows and automations, reporting cadence
- Walk through current KPIs vs. the Blueprint
- Identify bottlenecks (e.g. stalled stages, manager lag, no-show issues)
- Agree on 1–3 tweaks for the next month
Day 90: What's Next
Keep the Momentum Going
- Full deliverables handed over
- Your team is trained, self-sufficient, and focused on hiring instead of admin
- Option to continue with a monthly retainer for ongoing management, reporting, and new automations
- No lock-in — decide at Day 90 whether to extend or go back to your old way of doing things
Most clients choose to continue long-term. Once they see the reports and stop dealing with platform management and admin, it's hard to go back. No lock-in though. The choice is always yours.
Built for talent teams who are ready to stop duct-taping.
This is for you if…
- You're a VP, Director, or Manager of HR or TA
- You spend $3,000+ a month on Indeed and other job boards
- Your ATS is messy and nobody fully trusts the pipeline view
- You can't pull a clean cost-per-hire or job performance report
- Your recruiters are doing admin work instead of interviewing
This probably isn't a fit if…
- You don't run paid job board advertising
- You want a new ATS — we optimize the one you already use
- You need a staffing agency to source candidates for you
If it doesn't work, we refund the implementation fee.
If by Day 30 we haven't delivered your Hiring Operations Blueprint, rebuilt your ATS pipeline with live automations, and your TA team doesn't feel a clear reduction in recruiting admin, we refund 100% of the implementation fee and you can cancel the 90-day pilot.
We only take on up to 3 new teams each month. Spots fill quickly.
Before you book a call.
Do we need to switch ATS or job boards?
No. You keep your tools. Our job is to make the stack you already pay for run like an actual system — not to sell you a new one.
Which ATS platforms do you support?
We support all of the major ATS platforms used by TA teams. On the intro call we confirm your specific setup and whether the Hiring Command Center dashboard can be built with your platform or as a connected report.
How disruptive is this to our current hiring?
Very little. Weeks 1–2 are diagnosis and rebuild — interviews, mapping, then cleaning up your ATS alongside your team without halting requisitions. Weeks 3–4 add automations, reporting, and training. Months 2–3 are managed operations. Your recruiters keep hiring the whole time.
What happens after the 90 days?
You own everything we built. Your team runs it in under 15 minutes a day. Many clients continue with a monthly retainer for optimization and reporting, but there's no obligation.
How does the guarantee actually work?
If by Day 30 we haven't delivered the Blueprint and rebuilt pipeline, and your team doesn't feel a clear reduction in admin, we refund the implementation fee and you can cancel the pilot. We'll walk through exactly how that's measured on the intro call.
Who runs the implementation?
A senior operator who's worked 1:1 with real TA teams for years. They worked on the inside at a major job board tech company and have seen every possible hiring challenge.
Pick a time that works for you.
30 minutes. No pitch deck. Just an honest look at your TA challenges and whether we can help.
We only accept up to 3 new teams per month. Space is extremely limited.
Give your recruiters their week back.
A 30-minute intro call. We'll look at your platform stack, your roles, and whether Talent Ops on Autopilot is the right fit. If it's not, we'll tell you.
30 minutes · No pitch deck · Honest fit assessment